Barry Callebaut combines sustainability with compliance and risk management

The company’s selection criteria centered on the quality of the overall training solution when searching for an e-learning platform

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“One of the biggest benefits of working with SAI Global working with their project management team. They came into this relationship as a true partner, not as another vendor. They addressed our issues in a timely manner and offered outstanding support during the development and implementation of the programme.”

Martijn de Kiewit

Group Compliance Officer THE BARRY CALLEBAUT GROUP

AT A GLANCE

Along with a reputation for supplying the world's best chocolate and cocoa comes the responsibility to help preserve and promote sustainable cocoa farming. In addition to environmental, food safety, and worker health initiatives, Barry Callebaut also faces continuous regulatory, compliance and risk management challenges.

To meet its business objectives and ethical obligations, they're building a solid foundation for managing risk through comprehensive employee training and awareness programs.

 

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CLIENT BACKGROUND 

The Barry Callebaut Group is the world's leading manufacturer of high-quality chocolate and cocoa products. They rely heavily on innovation to establish world class product development, cocoa processing, marketing and employee training. Proven by their Forever Chocolate Sustainability Strategy, management is committed to make sustainable chocolate the norm, which helps ensure future cocoa supplies and improves farmer livelihoods. Sustainability, one of the company's core growth strategy pillars, is essential for continuous advancement. According to the Group Compliance Officer, Martijn de Kiewit, “Compliance is also a big part of sustainability.” To achieve the company's “smart growth” targets, Martijn and his team are tasked with ensuring all employees remain aware of the many regulatory obligations and compliance risks.

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THE CHALLENGE

Consistent with growing a global business, the organization faces numerous compliance, regulatory and risk management challenges. The most prominent areas include anti-bribery and corruption legislation, trade controls, privacy laws, work health & safety, environmental, commodity trade enforcement and logistics.

To address these issues, management committed to a comprehensive employee training program. But unlike their peers, they decided to start with an engaging classroom training program. As a multinational organization, Barry Callebaut found it difficult to monitor the training effectiveness of their geographically dispersed employees.

A structured approach was required to assure every employee received adequate, timely training. It was critical that employees learned how to identify risks and react to every situation accordingly. To meet this objective, they sought an e-learning tool that could be tailored to their needs today, while allowing flexibility for future growth.

 


 

To read the results of Barry Callebaut's success with its ethics and compliance learning implementation, click below.


 


 

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RESULTS

Prior to launching the new e-learning program, CEO Antoine de Saint-Affrique sent an email message to all employees, endorsing the program and encouraging adoption. That endorsement ignited the momentum necessary to make the program a huge success. They now enjoy a 98% completion rate for their Code of Conduct e-learning. Training monitoring metrics and processes are standardized across the organization to ensure awareness and a current view of the company's risks. In addition to a 98% completion rate, there has been almost no negative feedback to date about the e-learning program - a testament to Martijn and team understanding the needs of his audience.

The option to customize content is also welcome addition. For example, the “Preventing Bribery and Corruption” training is tailored to individuals' functional roles, instead of a generic approach across departments. Upon completion of training, employees are required to pass an exam demonstrating learning retention. Further personalization enables this module to be designated as optional for some employees and mandatory for others, depending on their role.

The launch of the different trainings was done in separate batches instead of a complete launch. Martijn explains: “This way we enhanced the communication and discussion between colleagues on the compliance topics. Of course, it also leads to people asking why they haven't received the training (yet), but it meant a kind of continuous attention for the compliance topics, instead of one big bang that quickly dies out.”